He said that till he is fired, he will be fully devoted to the company, he will not start finding a parallel option. There is something in that which smells of motivation, and that feels good these days, a little motivation.
It is troubled times for us oil diggers. The industry is going through possibly the worst downturn of the recent times. We do not hope to recover soon. We do not hope to work less, while there is no work..
We are in the middle of a state of alarm. Our dear CEO left the sword hanging when he publicly announced further headcount reduction.
Now what do you do?
Many will start to job hunt in parallel, to have something in their pocket. Many will rely on their performance as their job security. Most will just panic.
I am struggling these days to be able to put my 100% at work. It depresses me to think that a name is being chosen somewhere high up, with no contribution from our side and that person will get the axe. It is depressing, it is understandable from business perspective, but still it feels wrong.
The debate in my head is, who is a more important asset right now? A person who has started looking for options and will eventually leave, or a person who is working with all his focus and will stick it out if we do not fire him. .
Let me simplify.
There are two parameters at work here:
a) Performance of Employee
b) Loyalty of Employee
Obviously the first to go will be people who have not been performing as expected, consistently.
Subsequently there will be four types in which we can categorize the employees. It is very very obvious what to do with Orange Quadrant and what to do with the Blue one.
The question arises, who do we choose between:
a) Low Loyalty High Performer
b) High loyalty Average performer
I will chose a High Loyalty Average Performer everytime. You can be sure that the low loyalty employees are bad mouthing everyone, they are not happy and not holding back to spread that feeling around. It is a trial to be on good terms with them and death to be on their wrong side.
But Loyalty is not a quantifiable parameter and hence, it does not appear in any appraisal. So when someone completely cut off from the ground reality takes a decision, he/she cannot factor in the loyalty variable.
Herein lies the problem. We keep releasing average people and keep getting shot in the foot.
In times like these i think Loyalty should be the factor that takes precedence over Superstar status at work.
But my theories are unlikely to be picked up by the mechanical organization that we have become. Soon this company will be run by number crunching finance guys and head-chopping HR guys. Operations is fast disappearing into the background.
The only glimpses i get of the ideal company i joined, the company that I was proud to be a part of, the company which valued employees first; are in the words of a handful managers.
In times like these, we just hope to get this over with and move to better times to more meaningful achievements.
This too shall pass.
It is troubled times for us oil diggers. The industry is going through possibly the worst downturn of the recent times. We do not hope to recover soon. We do not hope to work less, while there is no work..
We are in the middle of a state of alarm. Our dear CEO left the sword hanging when he publicly announced further headcount reduction.
Now what do you do?
Many will start to job hunt in parallel, to have something in their pocket. Many will rely on their performance as their job security. Most will just panic.
I am struggling these days to be able to put my 100% at work. It depresses me to think that a name is being chosen somewhere high up, with no contribution from our side and that person will get the axe. It is depressing, it is understandable from business perspective, but still it feels wrong.
The debate in my head is, who is a more important asset right now? A person who has started looking for options and will eventually leave, or a person who is working with all his focus and will stick it out if we do not fire him. .
Let me simplify.
There are two parameters at work here:
a) Performance of Employee
b) Loyalty of Employee
Obviously the first to go will be people who have not been performing as expected, consistently.
Subsequently there will be four types in which we can categorize the employees. It is very very obvious what to do with Orange Quadrant and what to do with the Blue one.
The question arises, who do we choose between:
a) Low Loyalty High Performer
b) High loyalty Average performer
I will chose a High Loyalty Average Performer everytime. You can be sure that the low loyalty employees are bad mouthing everyone, they are not happy and not holding back to spread that feeling around. It is a trial to be on good terms with them and death to be on their wrong side.
But Loyalty is not a quantifiable parameter and hence, it does not appear in any appraisal. So when someone completely cut off from the ground reality takes a decision, he/she cannot factor in the loyalty variable.
Herein lies the problem. We keep releasing average people and keep getting shot in the foot.
In times like these i think Loyalty should be the factor that takes precedence over Superstar status at work.
But my theories are unlikely to be picked up by the mechanical organization that we have become. Soon this company will be run by number crunching finance guys and head-chopping HR guys. Operations is fast disappearing into the background.
The only glimpses i get of the ideal company i joined, the company that I was proud to be a part of, the company which valued employees first; are in the words of a handful managers.
In times like these, we just hope to get this over with and move to better times to more meaningful achievements.
This too shall pass.
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